Job DescriptionThe Manager, Compensation role handles advanced planning and analysis activities for the enterprise. These activities include providing coordination, guidance, and implementation of new or revised compensation programs, policies, and procedures to be responsive to the company's goals and competitive practice. Works under limited supervision, reporting directly to the Director, Compensation & HR Systems. The Manager, Compensation supervises the activities of Compensation Analysts and is a key partner for HR Business Partners/Leaders, people managers, and leadership for various compensation support needs. This position will also be responsible for driving the administration of reward plans and practices including the merit, annual incentive, and long-term incentive programs.
Responsibilities- Develops, recommends, implements, and administers compensation programs, as requested, to meet the strategic needs of the operating entity and in compliance with the overall goals of the company
- Ensures total reward packages are internally equitable and externally competitive
- Manages various activities of the compensation team
- Manages the restricted stock unit award administration process
- Develops and maintains the compensation structure, pay grades, job levels, and other job-related characteristic data to ensure alignment across the entire organization
- Consult with HR Leaders and HR Business Partners in areas such as job classification, incentive compensation and salary administration programs
- Provides advice on pay decisions, policy and guideline interpretation, and job evaluation including the design of creative solutions specific to compensation-related programs
- Develop and conduct presentations for leaders in matters related to compensation projects
- Participate in internal audits and assist with pulling documentation and information
- Provides routine and ad hoc reporting on compensation related topics and leverages internal and external data to drive decision making
- Prepares modeling and forecasting of salaries and bonuses for annual budget process
- Participates in salary survey preparation and submissions, the evaluation and preparation of market analysis, research, and recommendations on strategic compensation policies and practices
- Maintain current and general knowledge of applicable regulations. May work with senior HR management to consult legal counsel or other sources to ensure that compensation policies and practices comply with federal and state law
- Perform other duties as assigned
Qualifications- Must be eligible to work in the U.S. without sponsorship now or in the future.
- Must be able to report to Hilltop Plaza @ 6565 Hillcrest Avenue, Dallas, without the need for relocation assistance.
- Bachelor's degree in business administration, Finance, Human Resources, or equivalent field
- 7 years of compensation experience; 3 to 5 years of experience working with management
- 3 to 5 years minimum working experience in design/development and administration of merit, short- and long-term incentive plans
- 3 to 5 years experience working in a financial institution; public-company background preferred
- Compensation certification (CCP) preferred
- Demonstrated management and organizational skills
- Excellent knowledge of state and national laws impacting compensation practices including the Fair labor and Standards Act (FLSA)
- Working knowledge of MarketPay or similar pricing system
- Experience modeling, interpreting, analyzing, and reporting data in a clear concise manner with attention to detail
- Excellent written, oral and positive influential interpersonal skills required
- Excellent PC skills, including advanced knowledge of Microsoft Office, especially Excel and experience with online compensation tools
- Ability to work with confidential and sensitive situations and information effectively
- Adaptability, flexibility and effectiveness in handling multiple priorities simultaneously
The above statements are intended to describe the general nature and level of work being performed by individuals in, or assigned to, the above position and are not intended to be construed as an exhaustive list of all responsibilities, duties and skills required and may be changed at the discretion of the Company.
